Four Simple Steps to Help Define Your Company Core Values

By: Melissa Barlock

What are your Core Values?

Who are you? Unless we’re probed, it’s a question many of us go our whole lifetimes without ever really giving much thought to. Why would you? You spend so much time with yourself, after all. “Of course I know who I am,” you may say. It seems obvious and intuitive. When asked directly, however, the answer is not so clear and simple. Think about an interview you may have had when the interviewer asked you to tell them a little bit about yourself. If you described the things you like, your relationship ties, your experiences, and your achievements, then you were sharing information about your self-concept, or the thoughts and beliefs you have about yourself. This task probably wasn’t too difficult, and it may have helped to break the ice or enable the interviewer to ascertain some job-related facts about you, but you may have been left wondering what value, if any, the interviewer gleaned about your character. Now imagine or think of a time when you were asked why you want to become a dentist, for example. Though earning potential and family expectations may have contributed, you probably got the sense that this wasn’t really what was being asked of you. You understood that the other person was trying to determine your personality traits and the values that motivate you, and the answer wasn’t so easy. While we’re getting closer to the true meaning of who you are, this is still a little too specific. Perhaps a better question to ask is this: What’s most important to you? More specifically, what are your core values? Think about how much more powerful it would have been if you responded to the aforementioned interviewer with a response along these lines. In my last post I outlined why core values are important. Though I focused on the topic from the perspective of a business owner, your company core values are a subset of your personal core values, selected to be applicable to the business. As promised, below are some suggestions on how to choose your company core values. I’ve also included my own company core values to provide you with some specific examples.


Who to include:

The first step is deciding who to include in the process of defining the company core values. It’s important that they be authentic, and you know yourself better than anyone, so if you’re the owner-operator it’s essential that you’re integral to the process. In fact, you may choose to be the sole contributor, and that’s okay, as you may be responsible for running the day-to-day operations. However, you may want to consider enlisting the help of others, who have alternative perspectives and can provide insight and suggestions that you may have not yet considered. This could include people that know you well like close friends and family members, key employees who know the company culture, and even clients, who can impart information on what they value most, and therefore provide additional direction. Also consider asking other business professionals and key stakeholders who will be more directly involved in fostering the growth of the company.


Brainstorm using self-awareness:

Once you’ve come up with ideas, the real work is going to be determining what values are core to who you are. You want to discover what drives you, what’s going to give you the energy to go into work everyday and be your uncompromising best self, provide meaning, give direction, and set the tone of the company culture you imagine for the business. What do you value over profit? In order to do this you’re going to have to exercise self-awareness. Unlike your self-concept, self-awareness is more introspective and requires questioning your thoughts and assumptions to take a clear and honest look at your beliefs, motivations, personality traits, and other qualities. Many business leaders consider it to be the number one skill to being a good leader, and instrumental to success in both their personal and professional lives. It will also help you to determine what’s most important to you. To find your core values, begin by reflecting on your best and worst experiences. What situations inspired you? Which ones were off-putting? What did they have in common? Or think about a time that you met someone and you had that instant connection. What did it feel like? I bet it felt great; chances are you held the same values. On the other hand, if there was something you just didn’t like about that person, your core values probably weren’t in alignment, and that’s okay. People have different belief systems, and generally like people who are like them or who they want to be like. Think about the things that are central to who you are or who you’d like to be. Also consider your role models and what it is about them that attracts you. For their part, ask the people that know you well to tell you the things they like most, and least, about you. You’ll probably find that there is good consensus. You may also be surprised at some of the answers, and your emotional reactions are good clues as to your core values. For additional ideas, search for lists online and examine the core values of other companies, including those in the dental industry. Make your own list throughout the process, and spend some quality time reflecting on it.


Consolidate, refine, and define: your core values should be clear, concise, and specific.

They can be in the form of a word, phrase, sentence, or short paragraph. Once you’ve established a list you’re confident in, scrutinize it for any recurring themes; there should be no redundancy. Ensure that they are meaningful and authentic, things you will live up to and not be willing to compromise on. Additionally, frame them for the company according to the team culture you want to establish. They will be more effective if they are relatable and inspiring. Feel free to add personality and make them humorous using clever dental puns, for example. Be creative! They should also be things that employees can control. Profit, for example, may be in your mission statement, but it is not a good company core value. A positive attitude, on the other hand, is something one has control over that can indirectly lead to profit and success. Also, do your best to make them unique and memorable. That being said, try not to have too many. Having too few, however, won’t provide enough guidance. Three is a good minimum amount to have and ten is a good upper limit, though having more is okay if you feel they will add value. Once you’ve established them, substantiate your company core values by presenting them on your website, in formal documents, and even on posters to display around the workplace.


Create awareness and reinforce:

It’s one thing to have company core values, but it’s quite another to live by them. If your employees are barely aware of them or they aren’t represented in your company culture, they won’t be very useful. Worse, if they’re familiar with them but you’re not living by them, the hypocrisy can create resentment. For example, if you don’t believe in upselling clients unnecessary treatment plans, then don’t reprimand an employee for failing to do so. This is why it’s so crucial you choose them wisely. A thriving company culture built on a solid foundation of core values is responsible for the success of many businesses, so there may be a sense of obligation to have them, but company core values are not just for show. Create awareness first in employee interviews, and consider presenting them around the workplace. You may also want to have a training course on how to use the core values, or get employees involved by setting up a rewards program based on exemplary conduct. Another idea is to ask employees how you’re living up to the company core values. Perhaps the best thing you can do to reinforce the core values and inspire employees to follow them is to get to know your employees, and let them get to know you. People like and trust those that they know and communicate with. If they don’t know you personally, your employees likely won’t care much about your values and success. Above all, set an example, and provide evidence of your commitment to the company core values.


As a final word, know that your core values aren’t set in stone. As you learn and grow from mistakes and successes, your values may change and you may acquire new ones. However, as long as they’re principled they will bring success. Below are my company core values, which I use to guide myself personally and also when hiring for the Enspire team. Best of luck to you and all your endeavours!





ENSPIRE DENTAL OPPORTUNITY CORE VALUES

Teamwork

We are a collaborative organization who is open and encourages team projects and 

creativity.


Energize

We choose every day to bring our A-game. No matter what.


Active Ownership

We are empowered to own our roles, our projects, and the clients we represent.


Integrity

We bring quality and honesty backed by strong moral principles with all of our relationships and with each and every interaction.


Win/Win

We strive for successful positive outcomes in every situation, transaction, and relationship.


Make it fun!

We celebrate together, and we celebrate often.

 


Enspire Dental Opportunities is looking forward to working with you.



Find Me Great Talent Find Your Career

Hire For Character, Train For Skill

By Melissa Calway • August 25, 2025
Finding the Right Fit: How Dentists Can Attract and Keep Great Team Members Running a dental practice isn’t just about providing exceptional patient care — it’s about building a team that works seamlessly together, supports your vision, and stays with you for the long term. In today’s market, dentists across Canada are feeling the squeeze when it comes to recruitment. Hygienists, assistants, receptionists, and associates are in demand, and finding the right fit can feel overwhelming. So, how do you stand out as an employer of choice and build a team that thrives? Here are a few strategies that can help. 1. Hire for Character, Train for Skill Clinical skills can be taught — but attitude, work ethic, and emotional intelligence are harder to instill. When reviewing candidates, focus on personality traits and values that align with your practice culture. A team member who brings positivity, flexibility, and a patient-first mindset is often worth far more in the long run than someone with years of technical experience but the wrong attitude. 2. Be Transparent in Job Ads Generic job ads don’t cut it anymore. Candidates want to know: What makes your office unique What their day-to-day role will look like What growth opportunities exist Highlight the aspects of your practice that matter most to today’s dental professionals — things like work-life balance, mentorship, CE support, or a friendly, team-oriented environment. 3. Understand What Today’s Candidates Value Compensation is important, but it’s not the only factor. Many dental professionals are looking for: Flexibility in scheduling A supportive team where they feel respected Opportunities for growth and learning A positive culture with strong communication If you can offer these — and communicate them clearly in your ads and interviews — you’ll attract candidates who care about more than just the paycheck. 4. Move Quickly — The Market is Competitive When a strong candidate applies, act fast. Waiting weeks to schedule interviews or make offers can result in losing them to another office. Having a streamlined recruitment process shows professionalism and keeps top candidates engaged. 5. Retain Through Engagement Recruiting is just the first step. Retention is where the real work begins. Keep your team engaged by: Offering regular check-ins and feedback Celebrating milestones and achievements Encouraging input and collaboration on office improvements Supporting ongoing education A team that feels valued and heard will stay longer, reducing turnover and saving you the stress of constant rehiring. Partnering for Success Finding the right people takes time and strategy — and that’s where a recruitment partner can help. At Enspire Dental Opportunities , we specialize in connecting dental practices with qualified candidates who are not only skilled but also aligned with your values and culture. But our support doesn’t stop once a candidate is hired. We also provide onboarding coaching and training to ensure your new team member integrates smoothly, builds confidence quickly, and contributes to a positive, productive environment. This combination of recruitment and post-hire support helps you reduce turnover, strengthen your team culture, and create lasting success. If you’re ready to build and retain a thriving dental team, let’s connect: www.enspireopportunities.com

The Cost of a Quick Hire

By Melissa Calway • August 18, 2025
The Cost of a Quick Hire When a team member leaves, the pressure to fill the role quickly can be intense. Patients are booked, schedules are tight, and the team is stretched thin. It’s tempting to hire the first qualified candidate who walks through the door, but rushing this step often comes with hidden costs. The Hidden Costs of Rushing a Hire Turnover: A poor fit usually means you’ll be back to recruiting again within months. Lost Productivity: Training someone who leaves soon after wastes valuable time and energy. Team Disruption: A mismatch can create friction, stress, and lowered morale for everyone. Patient Experience: Patients notice when the energy in the office isn’t cohesive. Why Fit Matters More Than Speed The best teams aren’t just skilled—they share values, communicate effectively, and trust one another. A thoughtful hiring process ensures that a new team member strengthens the culture you’ve worked hard to build. Taking the time to evaluate both competence and compatibility pays off in the long run. How to Avoid the “Quick Hire Trap” Clarify your values first. Know what qualities make someone successful in your office. Use structured interviews. Ask behaviour-based questions that reveal work style and problem-solving. Get team input. A candidate who connects well with your team is more likely to stay long term. Prioritize soft skills. Technical skills can be trained—character and communication are harder to teach. An empty chair may be stressful, but the wrong hire is even costlier. By slowing down and focusing on alignment, you’ll build a team that lasts—and one that patients love returning to. 👉 At Enspire Dental Opportunities, we specialize in helping offices hire smarter and support long-term success through coaching, team training, and DiSC assessments. If you’d like to strengthen your hiring process, let’s connect.

The DiSC Difference: Building Trust with Every Patient Interaction

By Melissa Calway • July 15, 2025
In the dental chair, trust isn’t just nice to have—it’s everything. A patient’s willingness to follow through with treatment, share concerns, or even show up consistently often hinges on their level of trust with the provider. While clinical skills are critical, what often makes or breaks the patient experience is how well we communicate and connect. That’s where DiSC comes in. What is DiSC? The DiSC model is a simple yet powerful tool that helps us understand behavior and communication styles. It breaks down into four primary types: D – Dominance : Direct, decisive, results-oriented i – Influence : Social, enthusiastic, people-oriented S – Steadiness : Calm, dependable, relationship-focused C – Conscientiousness : Analytical, precise, quality-driven By learning to spot these styles in our patients, we can adapt how we interact—making them feel more understood, respected, and at ease. Why DiSC Matters in Clinical Settings Your patients don’t just come in with dental needs—they come with personalities , fears , and communication preferences . When you recognize and respond to those behavioural cues, you create a foundation of trust. Here’s how it works in practice: 🟥 D-Style Patients: “Let’s get to the point.” These patients are driven, assertive, and want efficiency. What builds trust: Be direct and confident Stick to outcomes and benefits Offer options, but don’t overwhelm them with details Example: “Here’s the best treatment to get you back to 100% quickly. It’s the most efficient approach based on your case.” 🟨 i-Style Patients: “Make it friendly and upbeat.” i-types are social and people-oriented. They value connection and a positive vibe. What builds trust: Smile and use open body language Personalize the conversation (mention hobbies or last visit) Explain treatment in an enthusiastic, simplified way Example: “I’m excited about the progress we’re making! This next step will have you smiling even more.” 🟩 S-Style Patients: “Go slow and show you care.” S-styles are steady, loyal, and resistant to change. What builds trust: Use a calm, reassuring tone Take your time and explain changes clearly Emphasize stability, consistency, and long-term care Example: “I know change can feel a bit unsettling, but I’ll walk you through every step so you feel comfortable.” 🟦 C-Style Patients: “Give me the details.” These patients are logical, detail-focused, and cautious. What builds trust: Be prepared with data or visuals (like x-rays or diagrams) Answer questions with precision Avoid pushing decisions—give them time to think Example: “This chart shows why we recommend this approach. I’ll leave it with you to review, and we can revisit any questions you have.” The DiSC Advantage: Better Communication = Better Outcomes When patients feel heard and understood, they’re more likely to: Follow treatment recommendations Show up consistently Refer others Leave positive reviews DiSC doesn’t require you to be someone you’re not—it simply helps you adapt how you present information to match your patient’s comfort zone. Trust Is Built in the Small Moments Whether you’re a dentist, hygienist, assistant, or front desk team member, every interaction is a chance to build—or erode—trust. When you understand the DiSC styles, you gain a secret advantage: the ability to meet people where they are. Because in the end, it’s not just about teeth. It’s about people. And when people trust you, everything gets easier—for them and for you. Would you like to bring DiSC training to your practice? Let’s connect—I offer customized workshops for dental teams ready to elevate communication and patient care.

The Thoughtful Analyst: Breaking Down the Conscientiousness (C) Style in DiSC

By Melissa Calway • July 8, 2025
Is there someone in your circle who asks a lot of questions, needs all the facts, and holds themselves to high standards? That’s likely someone with a C (Conscientiousness) DiSC style. What is Everything DiSC? Everything DiSC is a personal development tool backed by decades of research. It provides individuals with a simple yet powerful framework to understand themselves and others better through four primary behavioral styles: Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C). By learning your DiSC style, you can improve communication, strengthen relationships, and enhance team performance. In the workplace, it helps create a more adaptive, respectful, and collaborative culture. Trusted by leading organizations. Major corporations like Google, Amazon, AT&T, American Express, and 3M use DiSC to build stronger teams, enhance leadership effectiveness, and cultivate more positive organizational cultures. What is the C Style? C styles value accuracy, logic, and quality. They are analytical, private, and prefer to work independently. They communicate carefully, with a focus on precision and correctness. The C Style at Work In the workplace, C styles are your researchers, analysts, and quality controllers. They’re thorough, detail-oriented, and methodical. A C-style team member may double-check data, spot errors before anyone else, and prefer email over impromptu meetings. The C Style at Home At home, C styles are thoughtful, structured, and may prefer quiet over chaos. They may enjoy hobbies that involve systems or detailed tasks. A C-style partner might be the one organizing the finances or creating vacation spreadsheets. The C Style in Conflict In conflict, C styles can become overly critical or withdraw into analysis. They may avoid emotional expression and focus on logic. Helping C styles feel safe expressing emotion—and not just facts—is key to resolution. Do you recognize yourself or someone else in the C style? Join our Free DiSC Showcase Webinar on Wednesday, July 9th at 7:00 PM EST to explore the Everything DiSC on Catalyst experience and unlock insights into how you (and your team) operate best. 👉 Click here to register Thanks for reading our DiSC style series! Stay connected for more insights and tools to support your growth and communication.

The Steady Supporter: Inside the Steadiness of (S) Style in DiSC

By Melissa Calway • July 6, 2025
Do you know someone who is steady, supportive, and always willing to lend a hand? You’re likely connected with someone who has the S (Steadiness) DiSC style. What is Everything DiSC? Everything DiSC is a personal development tool backed by decades of research. It provides individuals with a simple yet powerful framework to understand themselves and others better through four primary behavioral styles: Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C). By learning your DiSC style, you can improve communication, strengthen relationships, and enhance team performance. In the workplace, it helps create a more adaptive, respectful, and collaborative culture. Trusted by leading organizations. Major corporations like Google, Amazon, AT&T, American Express, and 3M use DiSC to build stronger teams, enhance leadership effectiveness, and cultivate more positive organizational cultures. What is the S Style? S styles value stability, harmony, and cooperation. They are dependable, patient, and prefer a calm, consistent environment. They communicate with kindness, empathy, and a desire to keep things peaceful. The S Style at Work At work, S styles are the glue that holds teams together. They’re dependable, loyal, and excellent listeners. They may avoid conflict, but they’re trusted team players. An S-style project coordinator might ensure everyone has what they need and follow up without pressure. The S Style at Home At home, S styles are nurturing, thoughtful, and attentive. They create a warm and welcoming space for family and friends. They may put others’ needs before their own and find comfort in routines. An S-style family member might be the peacemaker in a household. The S Style in Conflict In conflict, S styles tend to withdraw or accommodate to avoid tension. They may not speak up even when something bothers them. Encouraging S styles to express themselves and assuring them that it’s safe to disagree is key to healthy relationships. Are you a calm stabilizer in your workplace or home? Discover your DiSC style and learn how to leverage your strengths. Join our Free DiSC Showcase Webinar on Wednesday, July 9th at 7:00 PM EST to explore Everything DiSC on Catalyst and your personal style. 👉 Click here to register Stay tuned for our next blog: Understanding the C Style.

The Life of the Party: Exploring the Influence (I) Style in DiSC

By Melissa Calway • June 23, 2025
Is there someone in your life who brings the energy to every room, thrives on connection, and always seems to have a story to share? That’s the signature of someone with the I (Influence) DiSC style. What is Everything DiSC? Everything DiSC is a personal development tool backed by decades of research. It provides individuals with a simple yet powerful framework to understand themselves and others better through four primary behavioral styles: Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C). By learning your DiSC style, you can improve communication, strengthen relationships, and enhance team performance. In the workplace, it helps create a more adaptive, respectful, and collaborative culture. Trusted by leading organizations. Major corporations like Google, Amazon, AT&T, American Express, and 3M use DiSC to build stronger teams, enhance leadership effectiveness, and cultivate more positive organizational cultures. What is the I Style? I styles are enthusiastic, social, and people-oriented. They value relationships, collaboration, and recognition. They communicate in a warm, expressive, and sometimes spontaneous way. The I Style at Work At work, I styles are team builders and motivators. They bring energy to meetings, love brainstorming, and are excellent at rallying others behind a cause or idea. An I-style marketing coordinator, for instance, may thrive in client presentations and be the go-to for office celebrations. The I Style at Home At home, I styles are affectionate, playful, and fun-loving. They may struggle with routine but bring joy and spontaneity to family life. An I-style spouse or roommate might be the one organizing social events or encouraging last-minute road trips. The I Style in Conflict In conflict, I styles may avoid confrontation and prioritize harmony. They might minimize issues or shift the focus to avoid negativity. While this helps maintain peace, they may need to work on addressing issues directly and listening without deflection. Want to explore whether you’re an I style—or how to better connect with one? Don’t miss our Free DiSC Showcase Webinar on Wednesday, July 9th at 7:00 PM EST. Learn how Everything DiSC on Catalyst reveals your style and transforms team dynamics. Reserve your spot today! 👉 Click here to register Stay tuned for our next blog: Understanding the S Style.

The Driven Doer: Understanding the D Style in DiSC

By Melissa Calway • June 19, 2025
Do you know someone who is bold, direct, and always chasing results? You might be working—or living—with someone who has a high D (Dominance) DiSC style. What is Everything DiSC? Everything DiSC is a personal development tool backed by decades of research. It provides individuals with a simple yet powerful framework to understand themselves and others better through four primary behavioural styles: Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C). By learning your DiSC style, you can improve communication, strengthen relationships, and enhance team performance. In the workplace, it helps create a more adaptive, respectful, and collaborative culture. Trusted by leading organizations. Major corporations like Google, Amazon, AT&T, American Express, and 3M use DiSC to build stronger teams, enhance leadership effectiveness, and cultivate more positive organizational cultures. What is the D Style? People with the D style are driven by results, challenge, and action. They prefer to move quickly, take control, and make decisions. Their communication tends to be brief, assertive, and to the point. The D Style at Work At work, D styles are natural leaders and decision-makers. They thrive in fast-paced environments and are motivated by achieving goals. They value efficiency and are often seen as competitive and determined. For example, a D-style team leader might set ambitious KPIs and push their team hard to meet them, expecting performance and direct communication in return. The D Style at Home At home, D styles can take charge of schedules, planning, and problem-solving. They may struggle with patience or overly emotional conversations but will step up when decisions need to be made. A D-style parent, for example, may be goal-oriented with their children, setting high expectations and encouraging independence. The D Style in Conflict In conflict, D styles are assertive and prefer to address issues head-on. They may come across as aggressive if they’re not careful, but their goal is to resolve the issue and move forward quickly. They may need to be reminded to slow down and listen to other perspectives. Curious if you—or someone you know—is a D style? Join our Free DiSC Showcase Webinar on Wednesday, July 9th at 7:00 PM EST to explore the Everything DiSC on Catalyst platform, discover your own DiSC style, and learn how DiSC can elevate communication and performance at work and at home. 👉 Click here to register Stay tuned for our next blog: Understanding the I Style.

Empower Your Team With Everything DiSC Worksmart

By Melissa Calway • June 2, 2025
In today’s fast-moving workplaces, even the most talented teams can struggle when it comes to feedback, conflict, motivation, and adapting to change. Good intentions alone aren’t enough—what teams need is a shared framework for understanding how people communicate, process challenges, and work together. That’s where Everything DiSC® Worksmart comes in. As a certified DiSC® authorized partner, we deliver live facilitated sessions (in person or virtual) designed to help your employees apply DiSC insights to real-world challenges—quickly and effectively. These practical, high-impact sessions combine powerful behavioral insights with targeted action planning to help teams break down communication barriers, improve collaboration, and drive performance. Let’s explore how Worksmart works, what’s inside, and why it’s the perfect fit for teams and managers at every stage. What is Worksmart? Everything DiSC® Worksmart combines DiSC insights with short-form facilitated training and action planning on the Catalyst™ platform. Each module focuses on a specific workplace challenge—and can typically be delivered in under one hour , making it ideal for busy professionals. These sessions don’t just scratch the surface—they activate meaningful learning, reflection, and concrete action plans that learners can immediately apply. How Does a Worksmart Session Flow? ✅ Introduction & Objectives Set the stage with the topic, learning goals, and a quick DiSC refresher. ✅ Discussion & Reflection Use questions and polls to tap into learners’ experiences and generate lively engagement. ✅ DiSC Insights Explore how each DiSC style approaches the topic, opening up fresh perspectives. ✅ Personalized Discovery Dive into each learner’s unique DiSC profile for tailored self-awareness. ✅ Action Planning Develop a concrete, personalized action plan for applying what’s learned to a specific team member or situation. ✅ Closing Reflection Wrap up by reinforcing key takeaways and helping participants commit to next steps. When is the Right Time to Use Worksmart? Worksmart modules can be used as: Targeted solutions for immediate needs (e.g., addressing feedback, managing conflict, or navigating change) Ongoing development for managers, leaders, or team members to strengthen collaboration Culture-building tools to boost engagement, productivity, and cohesion Support for new or seasoned managers to better understand their management style and its impact Available Worksmart Modules ✨ Giving Constructive Feedback — Help managers deliver motivating, actionable feedback tailored to individual styles. ✨ Managing Conflict — Teach managers to recognize and navigate their own and others’ conflict instincts. ✨ Empowering Your Team — Ensure team members feel confident and effective in leadership roles. ✨ Helping Your Team Navigate Change — Equip managers to guide their teams smoothly through change. ✨ Motivating Your Team — Discover what drives (and demotivates) people to foster a motivated, engaged environment. Why Choose a Certified DiSC® Authorized Partner? As a certified partner, we bring expert facilitation, tailored delivery, and deep knowledge of how to make DiSC insights come alive in your organization. Whether you’re developing your leadership bench, addressing team challenges, or boosting engagement and performance, we deliver live, interactive training customized to your needs. Ready to Elevate Your Team? Let’s connect! 👉 Book a Free Consultation 👉 Schedule Your Team’s Worksmart Session Today We can’t wait to help you unlock your team’s full potential! 

Build Better Teams with DiSC

By Melissa Calway • May 16, 2025
Boot Collaboration & Hire Smarter

Why Emotional Intelligence Matters Now More Than Ever

By Melissa Calway • May 5, 2025
Whether I’m facilitating a corporate workshop or leading a training session for healthcare professionals, one thing remains constant: people want to feel understood, respected, and empowered at work. And yet, some of the greatest workplace challenges stem not from systems or processes, but from how we interact with one another. That’s why my most recent training sessions have focused on three powerful pillars of effective teams: Emotional Intelligence , Conflict Styles , and Communication . Emotional Intelligence: The Unsung Superpower In every session I lead, I emphasize that Emotional Intelligence (EQ) isn’t about being overly emotional — it’s about being self-aware , socially aware , and emotionally agile . EQ drives how we manage our own reactions, respond to others, and navigate workplace dynamics with empathy and effectiveness. We explore the 5 core components: Self-awareness Self-regulation Motivation Empathy Social skills These aren’t just buzzwords; they are measurable, trainable, and deeply impactful. When teams build their EQ, I’ve seen firsthand how productivity improves, trust deepens, and even difficult conversations become opportunities for growth. Conflict Styles: Understanding Before Reacting Let’s face it — conflict is inevitable. But how we handle it makes all the difference. Using the Thomas-Kilmann Conflict Model , I help teams identify their go-to conflict styles: Competing, Collaborating, Compromising, Avoiding, and Accommodating. Rather than labeling one as “right” and another as “wrong,” we dig into the situational value of each style. For instance: Competing is helpful when decisions must be made quickly. Collaborating is ideal for long-term solutions where relationships matter. Avoiding can be strategic when emotions are high or issues are minor. Understanding these styles allows teams to move from reaction to reflection — and that shift changes everything. Communication: The Glue That Holds Teams Together No training is complete without talking about communication — because it underpins both EQ and conflict resolution. But effective communication isn’t just about what we say — it’s about how , when , and why we say it. Some of the practical strategies we cover include: Active listening (listening to understand, not just to reply) The “FORM” method to build rapport (Family, Occupation, Recreation, Motivation) Giving and receiving feedback using non-defensive frameworks Reading and responding to non-verbal cues We also use DiSC assessments to help individuals understand their own behavioural styles and learn how to adapt their communication to connect more effectively with others. It’s incredible to watch how quickly team dynamics shift when people learn how to flex their communication style. These topics aren’t just “soft skills” — they’re the backbone of strong leadership and cohesive teams. As we move through another year of change, hybrid work, and growing complexity, organizations that prioritize emotional intelligence, conflict navigation, and effective communication will be the ones that thrive. If your team hasn’t revisited these foundational tools in a while, now’s the perfect time to start the conversation. At Enspire, we offer customized trainings for both large groups and smaller teams — available online or in person. Whether you're looking to improve communication, reduce friction, or build leadership capacity, we’re here to support your team’s growth.